emerging trends in organisational culture

7/31/2019 Emerging Trends in Organisational Culture

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EMERGING TRENDS IN

ORGANIZATIONAL

CULTURE


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We notice an increasing number of organizations who are doing away with thecabin culture. Open office layout ensures greater transparency of operationsand facilitates easier communication among various people in the same

location. This promotes a feeling of oneness and eliminates physical barriers.There are only a few cubicles which serve as conferences venues with lesserdisturbances, else; no cabins.

OPEN OFFICE LAYOUTS


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Today, organizations have begun to lay greater emphasis on teamwork; youneed to be effective in groups besides being efficient individually. This fostersa "we" spirit and can often contribute to synergy which in turn can make the

organization more productive. As Sir Henry Ford once said"None of us is as good as all of us"

FOSTERING TEAMS


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Clichs like "The customer pays your salary" are well accepted by mostemployees of the organization. But unfortunately they find application onlywith respect to the external customer who buys your goods / services. Today,

organizations have widened the scope of the word customer to also includethe internal customers viz. the employees. Service organizations is beingpracticed by all departments. Factors like response time, quality of serviceprovided, attitude to help and such are also assessed by the employees withrespect to user departments.

FOCUS ON CUSTOMER

SATISFACTION


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Companies have now started to develop psychological contracts / relationswith their employees. "Service Bonds" are being gradually replaced by systemslike "stock options". This conveys the all important message of companies

building up a permanent relationship with their employees. With this in mindcompanies are developing the vision / mission statements which indicatesclearly the plans for the future. Company products are given to employees atgreater discounts, kith and kin of employees are provided employment,scholarship given to their children, all in a bid to build up a lasting relationshipand ensure that every employee feels proud to be part of the organization.

GREATER EMPHASIS ON TALENT

RETENTION


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In the Indian context, the good old adage was "All employees are equal butsome are more equal than the others". This meant that executives and seniormanagers were entitled to better facilities at the work place such as plush

canteens, comfortable luxury transport to and from work, spot tea and coffee,a peon at their disposal and such. With the increasing advent of open officesystems, we notice that many organizations are heading for common canteens,pool cars and such. Further, with increased automation, executives areencouraged to have their own personal computers. Further we have tea-coffeevending machines with executives helping themselves to it as and when theyneed, self-operated photo coping machines. Thus, the hierarchical formalrelationships at work are giving way for more informal and self-departmentways of getting things done.

EQUITABLE TREATMENT OF

EMPLOYEES


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Training programs are being viewed more seriously by organizations. Initially atraining program was perceived as a holiday period, break from routine work and ameans to keep people occupied during preventive maintenance periods on theshop floor.

Further training efforts of most organizations have been focused at the lowerlevel of employees of the organization. An encouraging trend today is thatorganizations are now emphasizing upon training of employees at all levels.

Training and development activities are aimed at increasing "Learning"experiences for employees such that it helps in both employee and organizationdevelopment. Some companies have introduced a statutory quanta of trainingprograms to be attended per executive per year. It is also an encouraging trendthat organizations are trying to develop in-house faculty who could conducttraining programs for other employees. This attempt , besides helping to reducecost, would also make it more effective since internal faculty would be more awareof technical and functional aspects of their own organization's functioning.

CONCEPT OF LEARNING

ORGANIZATION


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As against the conventional system where workers had to punch time cards on entry anduring exit and staff / executives signed the muster, we have some other systems inoperation. Some companies have electronic attendance systems where all employeesirrespective of their position in hierarchy clock-in and clock-out. Further in someorganizations, flexi time of a normal working day of 8 hours is practiced; 4 hours constitute

the core time when everyone is around; the remaining four hours could be determined bythe employee as per his convenience.

An employee who clocks-in at 8.00 a.m. leaves at 4.00 p.m. and an employee who clocks-inat 12.00 p.m. and clocks-out at 8.00 p.m. There is flexibility yet a basic common time exists.

This is really very useful because employee inconveniences such as travel time, peak traffichours, household work and such can also be managed to an extent. In some computer

companies, executives and system analysts are provided terminals at home which areconnected to lan/ethernet such that the employee could even work from home and clock-inthe stipulated hours of work on his terminal. This trend would usher in a pragmatic modeof work where the actual contribution at work would be seen as more important andrelevant than the number of hours spent at work place.

FLEXI-TIME WORK SYSTEMS


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Another noticeable change at the work place is that most organizations haveincreased their efforts at automation. The PC-culture is pervading inorganizations, small and big. Initially computers were used only for purposes

of accounting and report generation but today computers have become a wayof life. Many executives have computers on their desk and use it for their dailywork, report generation, accessing information and analysing data. We alsonotice that the conventional telephone exchange systems, cyclostylingmachines, telex machines and such, are being replaced by electronic telephoneexchange, photocopying machines, fax machine, tea / coffee vendingmachines, paper shredders and so on. Many organizations are also movingtowards paperless office by using E-mail, Local Area Networks on thecomputer, and such high technology driven modes of communicationbetween departments, units and locations.

ADVENT OF COMPUTERS AS A

WAY OF LIFE:


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The greatest advantage Indian organizations have derived out of increasedcompetitiveness and Global markets is the total commitment in quality. Todaythe slogan is that quality has become a way of life and not an exception. Many

organizations are even extending the quality concept to the quality of worklife for its employees. This includes quality of services like canteen, transport,comfortable facilities at work, good quality of stationery and so on. It isinteresting to note that many organizations have adopted TQM as a tool tobecome more competitive. Many companies are also focusing on improvingthe after sales service provided by them to various customers. Thus theemphasis is shifting towards quality assurance in every aspect oforganizational life.

INCREASED QUALITY AWARENESS

AND FOCUS


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To conclude, we notice that many organizations are introducing changes in thework culture such that openness, teamwork and employee development and soon. Thus "productivity through people" is the watchword organizations are

following. Greater emphasis is being laid on developing work systems andpractices that make work enjoyable and stimulating than restrictive andinhibiting i.e. a fun place that people love to go to and contribute willinglytowards the organization's success and excellence.

CONCLUSION


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SWATHI, SAIBANU,

GEORGE, MOSES,

ASHWINI.

emerging trends in organisational culture

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